Employee Management System

In: Computers and Technology

Submitted By georgekimeu
Words 4574
Pages 19
A Project Presentation

On

Employee Management System
Submitted By:

Patel Sona B.
Patel Payal J.

[E.No-13084231201]
[E.No-13084231170]

M.Sc. (CA & IT) Semester-III
Submitted To:

Department of Computer Science,
Ganpat University,Ganpat Vidyanagar – 384012.
July/Dec-2014
1

Project Profile:Project Title

Employee Management System

Objectives

System is used to Manage Employees, In Recruitment process choose candidate, Project Management, Client Management at one place.

Platform

Web Application

Front End

.NET Framework 4.0 with VB

Back End

Microsoft SQL Server 2008

Tools

Visual Studio 2010, Ajax Control Toolkit 4,Crystal Report 2008

Students Name

Sona Patel (13084231201)
Payal Patel (13084231170)

Internal Guide

Hiral R. Patel

Developed By

Sona Patel
Payal Patel

Existing System:• Existing system requires manual integration of data and management of different-different processes.
• Company requires different systems for Human Resource Information management, Project management and client & Product management.



Searching and tracking of information becomes complex and time consuming. Need for New System:• The new system requires to integrate systems for Human Resource
Information , Client management and Project management at one place.
• It makes data manipulation of projects & employees easy and fast. Its Less time consuming and provide efficient searching.

FUNCTIONAL SPECIFICATION:• User Specification:
1. Administrator
2. HR Manager
3. Recruitment Manager
4. Marketing Manager
5. Project Leader
6. Team Leader
7. Employees / Team Members

Users Specification:1) Administrator:•


Administrator can create and manage clients, projects and users.
Administrator can also allocate/change project manager and manage account.

2) HR Manager:•


HR manager…...

Similar Documents

Strategic Management and Employee Management Alignment

...------------------------------------------------- Strategic Management and Employee Management Alignment ALDI ------------------------------------------------- Strategic Management and Employee Management Alignment Executive Summary ALDI is a German company that is a global leader in the retail grocery industry with over 7000 stores worldwide. The company has a good reputation for their high quality products with low pricing. The purpose of this assessment is to investigate how well ALDI align their human resource strategies to the overall business strategy. The report commence with a presentation of the company’s main features, where it started and how it has developed to be an international leader. Further on, the assessment contains an explanation of what business strategy ALDI has in the organisation and what the people management processes and practices look like in the company. Lastly it identifies actual examples of people management processes and how well they are applied into the organisation. Improvements are highlighted as a way for the organisation to improve and be able to remain competitive on the international market. Key findings of this report are that the current business strategy is a cost leadership approach. The strategic management of ALDI at present is one of expansion and growth. The employee management reflects this as ALDI is participating in a period of recruitment and employee training and development. The marketing......

Words: 4155 - Pages: 17

Employee Management System

...Abstract This system EMS (EMPLOYEE MANAGEMENT SYSTEM) will do the management of personal details of employee’s , employee’s attendance and leave, EMS also provides information about the current leave and attendance status of the employee, which help in the approvals of the leave requests.This Software is made for any type of COMPANY to maintain the query and all the records related management of employee. It is created in Window Programming Language (i.e. PHP). The Software deals with all the work From inserting the new employee to the employee master table to showing salary report of the employees which includes authorized login, user management, maintaining the attendance of employees, Request of employee for the leave and approval of leave by the corresponding authority, calculation salary and in which department employee is working. Title of the project Employee information stystem. Objective of the project The objective of the employee information system is provide the efficient interface for user and giving the whole information about employee in which company he/she working. On the basis of his performance, attendance, and achievements of employee for organization. We can analysis the interest of employee’s towards organization and his work. It will be helpful for giving the promotion to employee’s. Software......

Words: 404 - Pages: 2

Employee Portfolio: Management Plan

...Employee Portfolio: Management Plan MGT 311 Employee Portfolio Management As a manager at Riordan Manufacturing, it is the responsibility of management to develop ways to help supervise the employees. Riordan has an extensive employee portfolio management system with files on its employees to analyze the strengths, weaknesses, opportunities and threats of employees, and allows for reviewing their wide range of activities related to the organizations goals (Portfolio Management, 2013). Three employees were selected to take self-assessments to identify the best ways to manage them. These employees took three assessments labeled, How Satisfied I Am with My Job, What are My Emotional Intelligence Score, and Am I Deliberate Decision Maker assessments. After completion of the assessments an Employee Portfolio was created for each employee. The portfolio is used to make recommendations to help in developing the employees, and their individual characteristics are examined to show how they will benefit the performance of the organization. The three employees selected are Mary Tran, Young-Sook Phin, and Mary Napier. Mary Tran shows a general satisfaction with her job. To increase her job satisfaction to above average, management will need to pursue what exactly is the reason for her decline in performance. The job satisfaction score on the assessment was only average, therefore it is recommended that Mary Tran take the How Are You Feeling Right Now Assessment. This assessment will......

Words: 695 - Pages: 3

Impact of Reward System on Employee Motivation

...REWARD SYSTEM ON EMPLOYEE MOTIVATION A QUANTITAVE STUDY OF GLOBAL COMPANIES      Programme Code & Name: Session: Subject Code & Name: Assignment Title: Student’s Names & ID: o Nguyen Vu Minh An o Li Jia o Dai Hairong o Hue Shin Yen o Zhangshan o Daiwei    Class Section: Lecturer: Submission Date: I13003385 I12002184 I12002129 I13003254 I12002130 I12002099 5A1 Ms. Yalini Easvaralingam 12th Aug, 2013 MBADI–Master of Business Administration May 2013 MGT6208 – Statistic and Decision Analysis Group Assignment 1 Group assignment MGT Table of Contents ABSTRACT ......................................................................................................................... 3 CHAPTER 1: INDTRODUCTION ....................................................................................... 3 1.1 Problem statement ........................................................................................................... 3 1.2 Research Objectives ........................................................................................................ 5 CHAPTER 2: LITERATURE REVIEW ............................................................................... 5 2.1 Employee motivation ...................................................................................................... 5 2.2 Reward management system ........................................................................................... 7 2.3 Effects of financial and non-financial reward system......

Words: 7225 - Pages: 29

Management Employee

...Overcoming pressures on The Management Of Employee Memanage sebuah perubahan suatu tugas yang sangat rumit,dimana yang lebih baik dilakukan adalah gaya partisipatif dalam mengelola atau memenage. Gaya partisipatif dalam mengelola atau memanage adalah diaman seorang manager terlibat dalam pengambilan keputusan dan hal lainnya. Estabilish team spirit Semangat sebuah team termasuk mempercayai orang-orang di dalam suatu perusahaan bahwa mereka “terlibat bersama” dan dengan bekerja bersama sesuatu hal yang baik dapat di raih. Communicate with employee Terbuka dan seringnya berkomunikasi dengan karyawan dapat membangun rasa kepercayaan dan mengurangi rasa kuatir.Kekuatiran akan perubahan yang berkaitan dengan pertumbuhan perusahaan adalah hal yang lebih buruk dari kenyataan dari sebuah perubahan, dan komunikasi akan meringankan beberapa kecemasan tersebut. Overcoming pressure on entrepreneurs’ time Pengusaha dapat selalu menggunakan waktunya dengan baik dan benar, jika mereka lebih berusaha melakukan hal tersebut maka akan lebih memperkaya usaha mereka serta kehiupan pribadi mereka. Time management adalah sebuah proses dari perbaikan produktivitas individual melalui penggunaan waktu yang lebih efisien. 1. Increased productivity 2. Increased job satisfaction 3. Improve personal relationship Basic Principles of Time Management * Prinsip Keinginan Kesadaran bahwa sikap dan perilaku pribadi mengenai alokasi waktu harus di ubah * Prinsip......

Words: 344 - Pages: 2

Employee Information System

...EMPLOYEE INFORMATION SYSTEM A Project Presented to the Faculty of Computer Engineering Department in Partial Fulfilment for the Requirements in CS525 - Software Engineering Submitted By: BSCpE-V Submitted To: Computer Instructor Date: October 13, 2014 INTRODUCTION Employees are the most valuable and dynamic assets of an organization. The Employee Information System is an extensive and comprehensive system that maintains and tracks information pertaining to all the employees in an organization. This system has a wide range of masters, which provide high degree of customization and allow the user to setup the system as per the requirements of the organization. It captures comprehensive details pertaining to all the employees in the organization. It maintains the skill inventory of an organization. There is a provision for keeping track of various types of transfers, including inter-location, inter-circle and inter-company transfers; the workflow involved during the transfer process is also automated. The system also tracks exit of an employee from the company along with the reasons for the exit. The system also keeps track of appraisals and promotions. There is provision for leave and attendance maintenance. The system is fully integrated with Recruitment, Payroll and Training Systems. Extensive and effective reporting functions provide a snapshot of employee information. The “EMPLOYEE INFORMATION SYSTEM (EIS)” has been developed to override the......

Words: 1096 - Pages: 5

Employee Relations Management

...2009 |C15 | The following analysis seek to explore the various aspects of Industrial Relations as means of maintaining harmonious employee relations and its role as a regulatory measure to provide solutions for disputes. Employee Relations (ER) concerns the direct relationship between the employer and the employees whereas Industrial Relations (IR) ‘consist of the whole gamut of relationships between employees and employers which are managed by the means of conflict and cooperation.’ (www.industrialrelations.naukrihub.com 2007, para 1) There are three main actors in the IR system: Employee, Employer and the Government. In the tug-of-war between employers and employees the government plays the all important role of influencing and regulating industrial relations through laws, rules, agreements etc. (www.industrialrelations.naukrihub.com 2007) ‘A sound industrial relations system is one in which relationships between management and employees (and their representatives) on the one hand, and between them and the State on the other, are more harmonious and cooperative than conflictual and creates an environment conducive to economic efficiency and the motivation, productivity and development of the employee and generates employee loyalty and mutual trust’ (www.industrialrelations.naukrihub.com 2007, para 2). This portfolio would be discussing the interrelation between ER and IR and role of......

Words: 2949 - Pages: 12

The Effect of Employee Engagement in Reward Systems and Performance Management

...Effect of Employee Engagement In Reward Systems and Performance Management Introduction The success of any organization rests on the strategic management of its employees. It’s vital for an organization to attract, motivate and retain the best talent available to achieve and sustain a long-term competitive advantage. To achieve this the Human Resources Department must design a performance management system that not only links employee performance outcomes and expectations to its strategic goals, but also uses the system as a tool to improve employee productivity as well as recognizing employee accomplishments, all while emphasizing the employee’s role in the process. The challenging part is motivating the employee to increase and sustain productive behavior. An organization’s reward system can be used as a motivational tool if the rewards being offered are considered valuable by the employee. A valued reward system can positively affect an employee’s performance. Organizations use pay, benefits, compensation and other rewards as effective performance management instruments to enhance employee productivity so goals can be achieved. So, how does an organization choose the reward system it offers? This paper will focus on the hypothesis that employee engagement in choosing a valued reward system will positively effect performance management and subsequent employee success. Assessment An effective employee reward system is an integral part of the employer/employee......

Words: 966 - Pages: 4

System Management

...Table of Contents * Introduction 1 Evolution of Management Philosophies and Theories 2 Management Philosophies and Theories before 20th Century 2 Management philosophies and Theories during 20th Century 3 Management Philosophies and Theories after 20th Century 5 Scientific Management Theory 6 Bureaucratic Management Theory 6 Human Relations Movement 6 Traits of Progressive Management Development Programs 7 Contingency Theory 7 Systems Theory 7 Chaos Theory 8 Reputable Management Gurus and Contributors 9 Roger Martin 9 Frederick Winslow Taylor 10 Linda A. Hill 12 Vijay Govindarajan 14 Coimbatore Krishnarao Prahalad 16 Conclusion 17 References 18 Introduction Administration is the function of industry concerned in the determination of corporate policy, the co-ordination of finance, production, and distribution, the settlement of the compass of the organization, and the ultimate control of the executive. Meanwhile, management is the function in industry concerned in the execution of policy, which is within the limits set up by administration, and the employment of the organization for the particular objects set before it. Although literature on the field of business management dates back to the late nineteenth century, the study of human service management and administration is relatively recent. Most of the literature has come from the field of non-profit management such as social work, the arts, education, research, science, religion, philanthropy,...

Words: 6466 - Pages: 26

Employee Performance Management 

...Employee Performance Management is a process for establishing a shared workforceunderstanding about what is to be achieved at an organisation level. It is about aligning the organisational objectives with the employees' agreed measures, skills, competency requirements, development plans and the delivery of results. The emphasis is on improvement, learning and development in order to achieve the overall business strategy and to create a high performance workforce. How Annual Appraisals are Different But Part of Performance Management Most organisations have some type of employee appraisal system, and many are experiencing the shortcomings of manual staff evaluation systems. When discussing workforceperformance the most commonly asked question is "How does Performance Management differ from performance appraisals or staff reviews"? Performance Management is used to ensure that employees' activities and outcomes are congruent with the organisation's objectives and entails specifying those activities and outcomes that will result in the firm successfully implementing the strategy (Noe et al. 2000, p.55). An effective Performance Management process establishes the groundwork for excellence by: * Linking individual employee objectives with the organisation's mission and strategic plans. The employee has a clear concept on how they contribute to the achievement the overall business objective, * Focusing on setting clear performance objectives and expectations through the......

Words: 2513 - Pages: 11

Employee Performance Management

...Developmental organizations embrace performance management processes that enable employees to become their greatest asset. When managers function as performance coaches, they become trainers, confronters, mentors, and counselors, providing positive feedback and reinforcement to improve skills and competencies that ultimately enhance overall employee performance. Performance management functions as an integral part of a comprehensive development strategy, although too few organizations subscribe to this philosophy (Gilley & Maycunich 2000). . Hence, the business world overflows with mediocre, stagnant, or failing organizations that stubbornly or ignorantly overlook their employees' potential. We believe that well-designed and well-executed performance management provides an excellent vehicle for promoting continuous employee and organizational growth and development (Gilley & Maycunich 2000). Developmental leaders rely on performance-oriented principles to help their organizations achieve the business results needed and to improve employee performance and productivity through continuous growth and development. These three principles performance partnership, organizational performance improvement, and effective communication provide a foundation for excellence by allowing leaders to communicate their expectations in a clear, motivating, and inspirational manner. Developmental leaders possess effective communication skills that enhance their ability to deliver......

Words: 1413 - Pages: 6

Employee Management

...A Project Presentation On Employee Management System Submitted By: Patel Sona B. Patel Payal J. [E.No-13084231201] [E.No-13084231170] M.Sc. (CA & IT) Semester-III Submitted To: Department of Computer Science, Ganpat University,Ganpat Vidyanagar – 384012. July/Dec-2014 1 Project Profile:Project Title Employee Management System Objectives System is used to Manage Employees, In Recruitment process choose candidate, Project Management, Client Management at one place. Platform Web Application Front End .NET Framework 4.0 with VB Back End Microsoft SQL Server 2008 Tools Visual Studio 2010, Ajax Control Toolkit 4,Crystal Report 2008 Students Name Sona Patel (13084231201) Payal Patel (13084231170) Internal Guide Hiral R. Patel Developed By Sona Patel Payal Patel Existing System:• Existing system requires manual integration of data and management of different-different processes. • Company requires different systems for Human Resource Information management, Project management and client & Product management. • Searching and tracking of information becomes complex and time consuming. Need for New System:• The new system requires to integrate systems for Human Resource Information , Client management and Project management at one place. • It makes data manipulation of projects & employees easy and fast. Its Less time consuming and provide efficient searching. FUNCTIONAL......

Words: 4574 - Pages: 19

Employee Performance -vs- Reward System

...Employee performance -vs- reward system GM591 Leadership and Organizational Behavior Professor Vicki Boone Chartis Insurance is a world leader in insurance who can trace their roots back 90 years when an American entrepreneur named C.V. Starr founded Chartis. What began as a small insurance business grew to become one of the world’s largest companies. Their fundamental strength lies in the 40,000 employees who service more than 70 million clients around the world. Chartis delivers commercial and personal insurance though hundreds of innovative products and services. Commercial Insurance’s products and services are provided to the full spectrum of enterprises from all around the world, from large, multinational, and mid-sized companies to small business, entrepreneurs, and non-profit organizations. Chartis Insurance serves commercial, institutional and individual customers through extensive property-casualty and life insurance networks. Chartis Insurance operates through five (four core and one non-core) divisions: life insurance and retirement services, general insurance, financial services, asset management, and other operations. By the end of 2007 Chartis Insurance had assets of approximately $1 trillion, $110 billion in annual revenues, 74 million customers and 116,000 employees in 130 countries and jurisdictions. (About Us) Within Chartis Insurance I am currently a Foreign Casualty Insurance Underwriter. I protect individuals and/or organizations......

Words: 2829 - Pages: 12

Designing Compensation Systems and Employee Benefits

...Designing Compensation Systems and Employee Benefits Compensation 1 Describe the differences between job analysis and job evaluation and how these practices help establish internally consistent job structures. A job analysis is a step-by-step specification of an employment position's requirements, functions, and procedures. Just as a seed cannot blossom into a flower unless the ground is properly prepared, many human resource management (HRM) practices cannot blossom into competitive advantage unless grounded on an adequate job analysis. A job evaluation is the process of analyzing and accessing the various jobs systematically to ascertain their relative worth in an organization. Job is evaluated on the basis of their content and is placed in the order of their importance. To achieve internal consistency, a firm's employees must believe that all jobs are paid what they are "worth." In other words, they must be confident that company pay rates reflect the overall importance of each person's job to the success of the organization. Because some jobs afford a greater opportunity than others to contribute, those holding such jobs should receive greater pay. For instance, most would agree that nurses should be paid more than orderlies because their work is more important; that is, it contributes more to patient care, which is a primary goal of hospitals. Compensation 2 For pay......

Words: 1214 - Pages: 5

Employee Management

...Employee Management Walden University The main purpose of this article is to discuss ways to motivate employees in a business to help them in reaching their potential though the means of motivation. The key question the author is addressing is how can managers motivate employees. The most important information in this article is understanding that people have basic needs. The needs are: “need for achievement, need for power and need for affiliation” (Armache, 88). If managers understand that people have these needs they will be able to motivate their employees making sure their needs are fulfilled. The main inferences in this article is “Motivation is the drive that keeps people on edge to achieve their goals. When people are highly motivated the outcome could be superior and outstanding. When employees are well compensated for the efforts they put into the organization, then they are highly motivated.” (Armache, 95). If employees are happy they will perform their job duties well. If employees are happy and doing their job well it means the business will run much smoother. The key concept we need to understand in this article are employees need to be motived in some form for them to feel that they are satisfying their needs of accomplishes and achievement. If these needs go unfulfilled they will not work to the best of their ability. The main assumption underlying the author’s thinking is everyone has the same needs that they feel they have to have......

Words: 713 - Pages: 3

Decoder Satellitare Dvb-S2 Tivusat Humax 6800S-Hd Tivumax Pro 2 - Con Tessera | Malaysian Pop | Дрю Линч